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Archive for the ‘Leadership’ Category

7 Quick Tips for Leading Meetings

Sunday, April 20th, 2014

Do you only have a minute to spare? Need a few quick tips for leading your next meeting? Check out the tips below!Effective Meeting Training

1. Be Very Clear on the Purpose of the Meeting
Before your meeting, set goals and decide upon the specific objective for the upcoming meeting. Identify the desired outcome for each agenda item to be discussed. Doing this will clarify what needs to be accomplished during the meeting.

2. Begin Small Meetings with Introductions
First introduce yourself and thank people for coming to the meeting. Review the proposed agenda for the attendees. Briefly explain each item, so people understand what the agenda topics mean and point out the time limit. Ask if there are any questions. Doing this provides structure to the meeting and communicates to the attendees that the meeting has a schedule and a defined set of goals that must be accomplished.

3. Involve As Many People As Possible During the Meeting
Ask silent people for their opinions, call on a variety of people, and don’t allow nonstop talkers to monopolize the discussion – everyone will appreciate it. Having a variety of people contributing not only creates an interesting discussion but also promotes a more in-depth discussion. The more perspectives that are involved, the better your group’s decisions. Making an effort to involve all participants also moves people from a passive to an active role.

4. Make Sure Everyone Understands What’s Going On
Throughout the discussion, it’s a good idea to clarify and summarize what’s happening. This shows consideration for all of your meeting participants and helps maintain focus during the meeting.

5. Remember That Time Is Important
Disorganized and unexpectedly long meetings can demoralize people. Try to put time limits on each agenda item and select a timekeeper. Keep the meeting moving and adhere to the schedule dictated by the agenda. Otherwise, your meeting will go overtime and the attendees will become frustrated.

6. Assign Action Items
When action items arise from the meeting discussion, assign them immediately. Select an individual, a priority level and a due date for the action item. This way, no items will be forgotten or left unassigned. You’ll likely get some volunteers to help fulfill any remaining action items. Naturally, everyone wants to be helpful and cooperative in front of their peers! (more…)

Team Empowerment Basics

Tuesday, March 18th, 2014

Empowering EmployeesEmpowerment is different from delegation. Delegation is entrusting a task to a team while still retaining all the decision making control. Empowerment, however, requires that a certain amount of responsibility and decision making capability is vested in the team. Assigning responsibility implies confidence in the team and confidence in its ability to take certain decisions on its own. It gives the team the independence to formulate an action plan and then implement that plan.

Empowered teams can work in several situations; here are some examples of a few:

Empowered product marketing teams are able to come up with ideas that help create better products and services in line with customer expectations.
Empowered teams in the services sector can help to bring about greater customer satisfaction and retention levels.
Empowered sales teams are better at achieving their targets and forming long-term partnerships with clients.
Let’s look at an example of a customer services team at a hotel: (more…)

6 Ways to Empower Your Employees

Tuesday, March 11th, 2014

The term “empowerment” rose to prominence in the late 1980s and saw considerable use through the 1990s in conjunctionEmpowering Your Employees with the total quality management (TQM) movement. Its use has been so widespread that the term itself has become a buzzword. We’re told repeatedly that we must empower employees to enable them to make their best possible contributions to organizational success; we’re told this as though it were something new, some late-twentieth-century discovery.

The verb “empower” contains its own simple definition: to give power to. A look into any dictionary or thesaurus reveals that one of the several synonyms for “empowerment” is “delegation.” A similar look at “delegation” shows “empowerment” as a synonym. Delegation and empowerment have essentially the same meaning, yet many present day experts tell us: Don’t just delegate to employees–empower them.

Although empowerment may be described in a variety of ways, its essence remains giving employees control of their jobs and letting them make their own decisions and solve their own problems. Therefore, there’s no difference between empowerment and proper delegation. Therein lies the problem; delegation has been so widely misused and abused that the term itself has become hopelessly tarnished. The conscientious delegating manager—or honest empowering manager—clearly defines employees’ limits and keeps hands off as long as they operate within these limits and deliver the expected results.

(more…)

Communicating the Vision

Wednesday, February 5th, 2014

A leader’s vision isn’t worth much if it doesn’t take hold in the organization. And it won’t go far without effective communication. A vision describes some achievement or future state that the organization will accomplish or realize. A vision has to be shared in order to do what it is meant to do: inspire, clarify and focus the work.

“Part of your job as a leader is to generate commitment to your organization’s vision. To do this, you have to communicate the vision in a way that matters to people,” says Talula Cartwright, co-author of Communicating Your Vision (Center for Creative Leadership, 2006). “Communicating a vision is like making a sales pitch,” explains Cartwright. “You want people in the organization to believe the vision and to pass it on to others.” Leaders need to get the word out about the organization’s vision in multiple ways – and keep the message going. Tactics to consider include:

Stories. When you tell a good story, you give life to a vision. The telling of stories creates trust, captures hearts and minds, and serves as a reminder of the vision. Plus, people find it easier to repeat a story than talk about a vision statement.

The elevator speech. Every leader needs to be able to communicate the vision in a clear, brief way. What compelling vision can you describe in the amount of time you have during a typical elevator ride? Be prepared to reinforce the vision in line at the cafeteria, when you visit the customer service department, and even walking through the parking lot at the end of the day.

Multiple media. The more channels of communication you use, the better your chance of creating an organization that “gets” the vision. Use the newest communication technologies, but don’t forget the tangibles: coffee mugs, t-shirts, luggage tags and whatever else you can think of that will keep the message in circulation. (more…)

Positive Discipline

Wednesday, February 5th, 2014

CRM Learning Positive Discipline Training VideosMost managers agree that the worst part of their jobs is taking disciplinary action when an employee’s performance is not where it needs to be.  In fact, many managers hate it so much, they’ll look for excuses not to do it.  Some of the common rationalizations people use to avoid confronting a performance problem include: “the employee’s performance isn’t that bad”,  “eventually, this problem will go away on its own”, or,  “I’m too busy to deal with this.”   What’s really going on, in most cases, however, is that the manager simply doesn’t know how to handle the situation.

Helping managers develop the confidence and competence they need in this area requires that they learn how to minimize the negative emotions that typically accompany performance discrepancies. (more…)

Leadership and Self Deception

Wednesday, December 25th, 2013

Leadership Training VideosIt is human nature to want to to blame others for our problems or to attribute them to circumstances “beyond our control”.   But, in many cases, when we do this, we miss the opportunity to actually solve the problem.  Why?  Because in many cases the root cause of the problem is us!

In the workplace, leaders engage in this type of avoidance all the time. It’s called self deception and it is said to be the #1 cause of organizational ineffectiveness.

Based on the bestselling book by the same name, the thought-provoking video training program Leadership and Self Deception helps people examine the role they play in recurring problems.  Trainees gain awareness into what they can do to break through this barrier and, in the process, increase productivity and improve workplace relationships.   The program’s video features a dramatic reenactment of 19th century physician Ignaz Semmelweiss’ profound discovery surrounding the root cause of certain diseases.  This video, along with comprehensive workshop materials, sets the stage for breakthrough group discussion and personal growth and discovery. (more…)

Behavior-Based Interviewing: Six Tips for Better Hiring

Tuesday, November 5th, 2013

alt=""As interviewers, what can we do to probe and get the information we need without inviting candidates to “fake” their answers? With the wrong wording of a probe, a clever candidate can fool us with us with deceptive answers.

And, how do we manage our impressions – our gut feelings about candidates? The fact is that no matter how much we might like to believe in our innate ability to size up people, our first impressions and snap judgments about job candidates can lead to costly hiring mistakes. (more…)

Yes, It’s Personal

Monday, September 16th, 2013

Have you ever gotten an “attaboy” or “attagirl” that just left you feeling flat?Encouragement

The most common reason why appreciation misses the mark is simple: the person expressing acknowledgment failed to understand what’s meaningful to the person they’re acknowledging.

Unfortunately, when appreciation feels inauthentic, it creates disengagement instead of motivation.  We’ve all received acknowledgment like that, and so we know from personal experience how it leaves us feeling unseen, misunderstood, and weirdly unappreciated. (more…)

Teamwork Training

Monday, September 9th, 2013

Any organization’s success depends on successful and productive teamwork. Sometimes we forget that the whole team- managers, sales, marketers and HR are all made up of people who have different attitudes, needs and behaviors. Getting a group to work as a cohesive team can take some tuning up, but the results are well worth it. Here are some videos that will help groups achieve peak performance.

Teamwork in Crisis: The Miracle of Flight 232- When flight 232 went down the teamwork across several agencies, groups and organizations saved many lives. This video details how any team can emulate their success. no matter the organization.

We’re on the Same Team, Remember?- This video demonstrates the disastrous results when a team doesn’t work on pulling together. The open ended finale promotes discussion among team members and will help get neglected team problems out in the open.

Everest- See how a blind man’s quest to reach Mount Everest was made possible by effective teamwork. This essential video is great for anyone who works on a team as it shows the importance of teamwork in reaching higher performance goals.

By Elizabeth Threadgill


 

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